California SB 1343 Sexual Harassment Prevention Training Compliance
California Senate Bill 1343 mandates that all employers with five or more employees provide at least two hours of interactive sexual harassment prevention training to all supervisory employees and at least one hour of training to all non-supervisory employees within six months of hire, and every two years thereafter. TheEduAssist engineers audit-defensible, interactive SCORM packages featuring verified seat-time timers, California-specific abusive conduct definitions, and custom corporate policy integration.
Mandatory Regulatory Requirements
To withstand formal review by state inspectors, administrative law judges, or civil rights auditors, training materials must satisfy every statutory criterion:
Why Generic Video Modules Fail California CRD Audits
Many national employers purchase off-the-shelf national harassment video libraries that fail California compliance during CRD audits or employment litigation.
Accredited Course Curriculum & Modules
TheEduAssist delivers a fully turnkey, customizable SCORM 1.2 / 2004 suite pre-aligned with California enforcement standards:
Module 1: California Statutory Framework & FEHA Foundations
Seat Time: 25 Minutes- Understanding the California Fair Employment and Housing Act (FEHA)
- Protected classes in California including gender identity and expression
- Distinction between federal Title VII and enhanced California protections
Module 2: Quid Pro Quo, Hostile Work Environment & Abusive Conduct
Seat Time: 35 Minutes- Identifying subtle and overt forms of hostile work environment harassment
- Statutory definition and practical examples of 'abusive conduct' under § 12950.1(c)
- Third-party, vendor, and remote digital harassment scenarios
Module 3: Mandatory Supervisor Duties & Anti-Retaliation (Supervisors)
Seat Time: 60 Minutes- Strict liability standards for supervisor harassment under California law
- Affirmative duty to investigate complaints immediately and objectively
- Protecting complainants and witnesses from constructive or direct retaliation
- Navigating the CRD administrative complaint and conciliation process
How TheEduAssist Protects Your Organization from Regulatory Non-Compliance
We don't sell generic off-the-shelf slide shows. We engineer custom compliance software modules with complete audit defensibility, verified learner telemetry, and permanent asset sovereignty.
Cryptographic Timed Seat-Time Gate
Enforces true 60-minute and 120-minute active learner engagement with pause-on-tab-blur telemetry; prevents clicking ahead.
Custom Policy & Reporting Hotline Integration
Your company's specific HR contacts, anonymous reporting lines, and internal grievance SOPs are natively embedded in the SCORM module.
Dual English & Spanish Native Packages
Includes professional native Spanish voiceover and translation to satisfy multi-lingual workforce requirements under California law.
100% Source Asset (.story) Sovereignty
You receive raw Articulate Storyline source files to update policies internally forever without recurring vendor per-seat licensing fees.
Need a Compliant California SB 1343 / SB 778 SCORM Package in 24–48 Hours?
Our instructional engineers will customize the syllabus, embed your company's specific grievance contacts, and deliver an unskippable SCORM package ready to deploy immediately to your LMS.
Frequently Asked Questions on California SB 1343 / SB 778
Do temporary, seasonal, or independent contractors count toward the 5-employee threshold?
Yes. Under Government Code § 12950.1, temporary agency workers, seasonal staff, and independent contractors count toward determining whether an employer meets the five-employee threshold. Furthermore, temporary workers must be trained within 30 calendar days or 100 hours worked.
Can an employee skip through the training if they already understand the material?
No. The statute requires a minimum of 60 minutes for non-supervisory staff and 120 minutes for supervisors of active educational seat time. TheEduAssist builds verified timers that freeze progress if the user tabs away or attempts to fast-forward.
What documentation must employers maintain for California CRD audits?
Employers must maintain training records for at least two years, including the date of training, employee names, training modality, certificate of completion, syllabus/curriculum, and the identity of the training developer or vendor.